[jakewins]

It's ironic actually. The author touts told stories of prior work as key, and degrades attempts at measuring candidate conscientiousness. Meanwhile, strongest known measures of job performance are an actual work sample (r=.26), rather than ability to describe a prior project, and measures of conscientiousness (r=.15).

On conscientiousness:

Barrick, Murray R., and Michael K. Mount. "The big five personality dimensions and job performance: a meta‐analysis." Personnel psychology 44.1 (1991): 1-26.

On work samples:

Roth, Philip L., Philip Bobko, and L. Y. N. N. McFARLAND. "A meta‐analysis of work sample test validity: Updating and integrating some classic literature." Personnel Psychology 58.4 (2005): 1009-1037.